Mac Prichard's Blog, page 15

Reaching Out To Your Network: Casey Dudek’s Job Search Success Story

Reaching out to your network is often the best way to start building a new career. Casey Dudek landed a career in technical writing with WEO Media by connecting with friends of his father, and after a quick interview period he was offered a new job within a month and a half. Casey says the most difficult part of his job search journey was finding the motivation to stay productive and keep looking for new opportunities everyday. Read how Casey overcame this challenge and used additional networking tactics like informational interviews to find a great job.

What do you do for a career? Who do you work for?

WEO Media is an outsource digital marketing company. Most dental offices don’t have marketing directors and aren’t very concerned about their online presence, so WEO makes websites and videos for them. Technical writers – such as myself – write articles for those websites on subjects such as cavity prevention, dental implants, wisdom teeth removal, and so forth.

How long did it take you to find this job?

I moved back to Oregon in mid-December 2018 and started working for WEO Media in mid-February 2019, so my unemployment period was about a month and a half.

How did you find your job? What resources did you use? What tool or tactic helped the most?

One of my dad’s friends was the sixth person to join WEO. He took me out to lunch to discuss the company then took me on a tour of the office and introduced me to almost everyone there. After an informal interview with the boss in a conference room filled with beanbag chairs, I was introduced to the editor and was given some preliminary assignments. The editor liked my writing and made me one of their independent writers. It was my network that got me this job.

What was the most difficult part of your job search? How did you overcome this challenge?

The hardest part was simply motivating myself to not only spend enough time each day working on job searches but to spend time on productive activities where I could actually make progress. To overcome this, I offered myself a reward for every 5 hours I spent on job search related work each day.

What is the single best piece of advice you would offer other job-seekers?

Don’t just build your network, use it. Scour your connections looking for positions or industries that sound interesting, then reach out to those people for informational interviews to see if those jobs would be a good fit. I’m continuing to do this even now.

Why do you love your job?

I love my job because it’s probably the first white collar job I’ve ever had. Most of my work history is blue collar – landscaping, custodial, food service, and odd jobs – and I promised myself that my next position would be an office job. And I kept my promise. In addition, I get to use my degree to do what I did in college – researching and writing – for pay.

The post Reaching Out To Your Network: Casey Dudek’s Job Search Success Story appeared first on Mac's List.

Customizing a Career Change Cover Letter: 5 Tips and a Template

In this day and age, employers are looking for candidates who are more than just their resume. A resume can detail the ins and outs of responsibilities and job titles, but a cover letter is crucial to catching an employer’s eye. When returning to the workforce after an extended leave or pivoting in a new professional direction, detailing your experience in a well-written career change cover letter can greatly enhance your chances of securing a new job.

A career change cover letter can oftentimes be trickier to write than a typical cover letter. In a career change cover letter, you’re presenting your case for any employment gaps, as well as explanation as to why you’re headed in a new direction. It is an important opportunity to highlight the skills you’ve acquired and discuss past job transitions. It’s also a chance to define why you’re the right person for the role.

As with any cover letter, research both the company and the job itself, and address your career change cover letter accordingly.

Here are five more tips to customizing your career change cover letter, plus a template to get you started.

1. Introduce yourself and position your transition

Use the opening paragraph of your career change cover letter to summarize your skill set and express how your experience aligns with the organization’s needs for the open position. Share your knowledge of the company, as well as your interest in the role.

2. Cover your career change bases: Explain why you’re evolving

As you transition to the second paragraph in your career change cover letter, share your story in more detail: why are you making the transition from your previous role and how you hope to utilize your previous professional experience in the new job. What brought you here and why does the open role interest you at this time? Use this paragraph to explain your career transition when applying in a new sector.

3. Show your work and feature your transferable skills.

Use the third paragraph to share examples of your skills and experiences and how they’ve shaped your path to the new role. Give specific instances on how you’ve developed your skills, and be sure to highlight previous successes. Make the case for why you’re the best person for the job. Share your passion for the role.

4. Reveal your passion and align your goals with the organization.

Wrap-up your career change cover letter by expressing your thoughts and feelings behind the new career transition. Include your insights as to how you plan to utilize your past experiences to succeed in your next role.

5. Summarize and show enthusiasm

End your cover letter by summarizing the paragraphs above, recapping your story, your successes, and your transferable skills. Be sure to include contact information and relevant links supporting your successful career transition.

Career change cover letter examples can be invaluable when building your own cover letter. Here is a sample template for your career change cover letter that you can use as a roadmap.

Career Change Cover Letter Template

Jane Candidate

123 Main Street

City, ST 54321

555-555-5555

janecandidate@email.com

 

Samantha Jones                                                             

Big City Company

123 City Road

City, ST 54321

 

Dear Ms. Jones:

I am writing to express my interest in the Assistant Manager position posted on the Big City website. The position fits in line with my career path and I believe that my previous experience makes me an ideal candidate for the role.

Although I have previously been working primarily within the food and beverage industry, I have gained valuable experience in the day-to-day management of operations, including vendor and staff coordination. It has allowed me to build on my customer service skills as well as developing interpersonal communication skills and overall business management.

During my time within the food and beverage industry, I’ve grown to truly appreciate what it takes to build a business and keep it running smoothly. In fact, in my most recent role as Senior Barista, I was responsible for maintaining staff schedules and product inventory in addition to tallying and submitting daily/weekly/monthly reports. Last fall, when our store experienced issues with our inventory systems, I provided direction and solutions to work around the issue. As a result, I was recognized as the “Regional Employee of the Month” by our District Manager.

As your job description requests, I bring a strong work ethic, extensive customer service skills, and a thorough understanding of management software to the table. I am an outgoing, well-spoken team player who enjoys both learning and educating. A quick thinker, always working to solve problems efficiently and effectively, while implementing new plans and ideas for future operations. I am confident I will bring the same level of energy and expertise to the Assistant Manager role at Big City.

In my research, I’ve found that the mission and values of Big City are aligned with my own, and I am truly excited about growth and opportunity available with the Assistant Manager position. Additional information about my experience can be found on the attached resume and I look forward to meeting in person to discuss the role further.

Sincerely,

Jane Candidate

The post Customizing a Career Change Cover Letter: 5 Tips and a Template appeared first on Mac's List.

Connecting with a Career Coach: Laura Glazer’s Job Search Success Story

In the six months Laura Glazer spent job-hunting, she attended networking events, connected with a career coach, and grew her network. Ultimately, Laura credits the success of her job search to her work with a local career coach who helped her to narrow her focus, highlight her talents and tell her career story in a compelling way that resulted in Laura landing an interview with a mutual acquaintance. Read on for Laura’s full job search journey to discover her top job search tools and find out why she recommends attending networking sessions with a buddy.

What do you do for a career? Who do you work for?

I’m the Creative Services Manager for Icon 3D, where we design and fabricate signage in our downtown Portland studio and production facility.

How long did it take you to find this job?

It took me six months to find this job.

How did you find your job? What resources did you use? What tool or tactic helped the most?

The story of finding this job is a highlight of my search! I was scheduled to interview for a part-time retail position and at the last minute, the company called and told me their budget wouldn’t allow for them to hire that position for another couple of months.

The following month, I ran into the hiring manager at a PDX Women in Tech event and she wanted to introduce me to her friend who was hiring. Although we didn’t connect that night, her friend called me a month later and asked if I’d meet him for an interview. Two interviews later, I was hired! I love that one opportunity that didn’t work out, led to one that DID work out.

My best decision was working with a career coach, Mary Blalock. With her help and expert listening skills, I saw myself and my skills more clearly.

Another of my favorite resources was utilizing free sessions in co-working spaces. It’s how I grew my network of people whose presence helped me stay positive during my job search.

Mac’s List was also a constant comfort and source of momentum, especially the podcasts, weekly job listings, and special events. Even now that I have a job I love, I still read the emails and articles and anytime I meet someone looking for a job, I recommend they utilize the Mac’s List resources.

What was the most difficult part of your job search? How did you overcome this challenge?

The biggest challenge I encountered was choosing just one of my skill sets and sharing that with potential employers. As much as I love helping other people tell their stories through design and photography, I was having trouble telling my own story.

This is where working with Mary the career coach helped me the most. She helped me stay on track with my skills and talents that resonated with my professional and personal goals. From there I was able to target my applications to jobs that would be meaningful fits for me and the employer.

What is the single best piece of advice you would offer other job-seekers?

Attend networking events with a buddy! For me, networking events are exciting because talking with people invigorates me. Even so, some of my most comfortable and natural-feeling networking experiences happen when I’m paired up with a pal.

We move around the room together, introducing ourselves to people. At the right moment in a conversation, either of us shares information about the other person. Sometimes I mention a detail about their career story, opportunities they’re currently seeking, or tell a story about a successful project they completed. This type of volleying takes the pressure off both of us having to feel like we’re talking about ourselves too much, which I think is the hardest part of networking: saying a short, sweet thing that explains myself and skills without sounding (or feeling!) self-absorbed.

Why do you love your job?

I’ve always been obsessed with print design but now I get to go extra dimensional and bring my 2D designs into three dimensions. The thrill of leaning into each day built on my innate curiosity about how things work and how they can benefit Icon 3D’s clients and our community is immensely satisfying.

My co-workers treat each other with genuine compassion. Everyday we meet each other where we are and go from there. Also, I learn so much from each person’s unique approach to problem solving.

All of this contributes to an overall feeling of personal and professional growth.

The post Connecting with a Career Coach: Laura Glazer’s Job Search Success Story appeared first on Mac's List.

The Hidden Costs of Recruitment

Looking to hire for a new position? Adding new employees to your team can be both a rewarding and challenging experience. While a new recruit brings added value to the team, hidden recruitment costs can upset an already tight budget.

When hiring for a new role, it’s important to know what recruitment costs you’ll incur along the way. Due diligence will make it easier to budget your financial year by determining your output for hiring. A company can calculate total recruiting cost by adding up annual recruitment costs and then dividing by the number of employees hired during that year.

Estimates vary when it comes to annual hiring costs incurred by small to midsize employers. Highly dependent on the industry, companies can expect to spend between $1,000 and $5,000 per hire. Job level can influence recruitment costs. Larger companies with extensive screening may see higher costs. Smaller businesses with fewer hiring processes may see smaller fees. On average, it costs a company around 1-2% of their revenue to get a new hire trained and on-boarded. Let’s examine the recruitment costs that come with bringing on a new hire, as well as some of the hidden costs your organization may not be tracking.

Recruitment Costs

There are a wide range of recruitment costs to consider before hiring a candidate. Typical costs to employers include:

Advertising job listings
Utilizing an applicant tracking system to manage resumes.
Finder’s fees for third-party recruiting firms
Costs to attend career fairs and other networking events.
Costs for internal hours reviewing candidates and background checks.

Once final applicants have been chosen, companies must consider the costs to bringing in potential hires – reviewing resumes, scheduling applicants, screening, negotiating. Multiple interviews are commonplace, and can include expenditures through salaried employee time and online communication tools. If the interview process stalls without a job offer, or if a candidate quits within the first six months, employers can continue to incur costs until the role is filled.

On-boarding Costs

Recruitment costs don’t end once a candidate accepts a job offer. Have you hired an applicant from out of the city or state? Or a candidate who was in high demand? Relocation costs and hiring bonuses are becoming a more standard part of the new hire process.

On-boarding a new candidate is another costly, but critical, action in the hiring cycle. Studies show that new hires are more likely to stay with a company long term if they’re welcomed with a structured process. In addition to costs for on-boarding training and materials, there is the additional purchase of office equipment, technology, and specialized training or certifications required for the role.

Hidden Costs

The surprising hidden costs of recruiting, however, can hit a company’s bottom line much harder when overlooked. Multiple employees are often involved in the hiring process, from writing job descriptions and advertising positions to interviewing and on-boarding candidates. But many employers tend to miss the high price of productivity loss when a new hire officially joins the team. While managers and co-workers adapt to bring a new employee on board, work is shuffled and can slow down to a trickle. According to one study, new employees may function at only 25% of the necessary speed, taking nearly five months to finally reach 100% productivity.

Oftentimes, companies may see additional turnover as new employees are incorporated into the team. Personality clashes, ineffective on-boarding processes, and a lack of skills can all contribute to office conflicts. Whether due to morale issues or general job dissatisfaction, a new hire may result in additional job terminations, increasing an employer’s annual recruiting budget spend exponentially.

The effects of a bad hire can be even more costly for employers. If a new employee is hired hastily without proper background checks or skills review, the ripples can be felt in a myriad of ways, from a loss of sales and business relationships to a negative impact on both management and employees. More than 40% of companies report that bad hires affected their offices negatively. And the average price of a bad hire clocks in around $17,000, in addition to the costs of starting the hiring process all over again.

Additional Hiring Considerations

A general rule of thumb when calculating recruitment costs is 16%-20% of the employee’s starting annual salary. Possible fees to consider throughout the year may include general company advertising and annual charges for specialized job boards or professional organizations. Employee referral programs are a great way to acquire talent through sources you already trust.

When looking to hire for new positions, planning is key. Tracking the results throughout the year can help to plan your budget for next year. Knowing your total recruiting cost, and anticipating any hidden fees, will make your next round of hiring a success.

The post The Hidden Costs of Recruitment appeared first on Mac's List.

Find Your Career Advocates: Chris Ling’s Job Search Success Story

In 2017, Chris Ling left his law career behind to pursue a career as a software engineer and develop his coding skills. Last month, Chris landed a new job working remotely for a San Francisco-based startup. Throughout his five month job search, Chris relied on his network, recruiting websites, and working with local tech recruiters. In the end, the tactic that had the biggest impact on his job search was connecting with professional colleagues who could serve as advocates for his skills and vouch for his credentials. Check out the rest of this success story for Chris’s tips on networking, building relationships, and learning new skills.

What do you do for a career? Who do you work for?

I’m a software engineer with a primary focus on back-end issues related to the ingestion, transformation, and visualization of large amounts of data for stakeholders. I also have my hand in some level of infrastructure and DevOps stuff as a necessary part of fulfilling the above responsibilities.

I just started working remotely for Flux as a data engineer at the end of February 2019. It’s a San Francisco-based startup with teams in SF, NYC, and PDX, and it focuses on applying data science and new tech to redefine how individuals’ unique expertise is understood, conveyed, and matched to work opportunities within a company or organization.

Before that, I was a software engineer for a little over a year and a half at Vacasa, a Portland-based startup in the vacation rental management industry. I worked on pipelines and visualization tools to facilitate data science and analysis related to setting vacation rates for Vacasa owners, using historical vacation market data.

How long did it take you to find this job?

I had been pretty selectively looking for new opportunities while at my previous position, so with that as context, probably around four to five months of targeted applications.

How did you find your job? What resources did you use? What tool or tactic helped the most?

Like most of the positions for which I applied, I heard about this position through a colleague in the industry who knew I was looking for new opportunities. In terms of my job search in general, I used a combination of resources:  colleagues/referrals, recruiting platforms (LinkedIn, AngelList, Mac’s List, etc.), and a couple of recruiters who reached out to me on LinkedIn.

I’d say the most effective tools or tactics in my job search were (1) having developed a network of people who knew me and could vouch for my professional skills, both as an engineer and in my prior career as a lawyer and diversity professional; (2) going through the sometimes painful process of honing my engineering skills through short-form and long-form coding exercises (LeetCode, books); and (3) self-reflection about specific things I’ve learned and where I could improve from projects I’ve worked on in the past.

What was the most difficult part of your job search? How did you overcome this challenge?

I actually transitioned very recently into software engineering in 2017, leaving a career in the law to attend a Portland coding bootcamp, the Tech Academy. While bootcamps are a great way for people from non-traditional backgrounds to enter the software industry, the practical focus of those programs meant that I didn’t have a formal, academic background in computer science.

I ended up applying to at least one company where the interview criteria was heavily focused on having a strong, solid background in computer science topics around algorithms and data structures, so I spent a solid two months building those skills into muscle memory, which meant hours upon hours of coding challenges, white-boarding exercises, and mock interviews. The intensity of that schedule was definitely the most difficult part of my job search, but a great benefit from going through that gauntlet was that it helped commit better coding habits into muscle memory, and made other interviews seem less daunting by comparison.

What is the single best piece of advice you would offer other job-seekers?

Build organic relationships with people in your industry and nurture them, regardless of whether you are looking for a new job at the moment. Your peers will play an outsized role in getting your foot in the door for great opportunities, and the more that a colleague can get to know you over time, the better they can advocate for you, directly or indirectly, when you’re exploring the job market.

Meet-ups and events you’re interested in are a great way to start those relationships, but I personally love just asking someone to a coffee or lunch to get to know them on a more focused, intimate level.

I’m particularly an advocate of building relationships by volunteering your time within your professional community. I currently perform short mock interviews and longer one-on-one career advising sessions with coding bootcamp graduates. I think these sessions provide new graduates a constructive environment where they can hone their interview skills and ask honest questions about the transition into a new industry. It also gives me the opportunity to view interview questions through the lens of an employer to more effectively understand and appreciate the interview process as a whole.

Why do you love your job?

I’m still in the on-boarding stage of my new position, but what attracted me to the job and what I think is validated by my short time here is a culture of trust, curiosity, and a desire to work on challenging problems. I work well with a small group of smart, thoughtful, and empathetic people, and I think I’ve been fortunate enough in the last few jobs that I’ve had the chance to work with people who embody those exact traits.

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Get Ready for These Challenging Interview Questions

Challenging interview questions can hit a nerve for most of us. The idea of a rapid fire inquisition, whether in a confined room or in front of a panel of C-level executives, is unsettling at best.

Interview questions can be especially jarring if they tap into personal insecurities or fears. Specific topics may make you uncomfortable because of a past professional experience, such as a firing. Creative employers may even throw out wacky questions, like asking you what’s your spirit animal or your favorite body of water, that cause you to stumble.

I know this because I’ve been there. I’ve been in interviews where I had difficulty finding my words – sometimes even with the least challenging interview questions – struggling to put together a coherent answer. 

To get over my interview fears, I researched top interview questions and prepared as much as possible. I made a list of the most challenging interview questions that caused anxiety and practiced the answers over and over. I reminded myself that interviewers are human, too, and they often have the same insecurities.

Designed to have you think on your feet, challenging interview questions can range from formal to informal, off-the-wall to right on target. What makes certain ones easier than others – and how can you prepare for either option?

To get you started, here are eight frequently asked challenging interview questions that may come your way:

Tell me about yourself.

A common opening inquiry in most interviews, it’s tough to even know where to begin and how to know if you’re oversharing or not giving enough detail about your background. Says Alison Doyle of The Balance:

“Be prepared to talk about yourself, and why you’re an excellent fit for the job. Try to answer questions about yourself without giving out too much, or too little, personal information.”

She explains that a ‘present-past-future’ model is the best way to address this question, starting your answer with your current situation, leading to how you arrived at the position, and where you see yourself heading in the future.

Why are you leaving your last job?

Generally asked on the heels of the first question, every employer wants to know  why you are leaving your current or previous ) position.. Answers vary drastically, and certainly include family emergencies, continued education, or a need for greater professional growth. What do you say when the answer isn’t so nice, like a management disagreement or an unpleasant dismissal? According to Alison Green of “Ask A Manager”:

“It’s hard to tell you how you yourself should answer this question without knowing more specifics, but one option might be talking about how you ended up in that situation, what you learned from it, and what you do differently now as a result.”

So plan ahead, practice your response, and don’t let your nerves derail you.

How would your boss or coworkers describe you?

Fun-loving? Helpful? Willing to go above and beyond with every assignment? There are no wrong answers to this somewhat challenging interview question. The Muse suggests three possible avenues for attacking this question, including offering short bits of positive traits.

“Try to think of three positive traits you bring to your work or workplace. Then, have a short example after each.”

What is your biggest weakness?

One of the top interview questions, talking about your weaknesses is easier said than done, whether it’s a missing skill or a gap in your employment history. Honesty is always the best policy, and in this case, it’s critical to be honest with both yourself and a potential employer. Address the obvious, but be sure to emphasize how you’re working to improve on your weaknesses.

Why do you want this job?

Companies want to hire people who are enthusiastic about the role, so you should have an answer ready to go.

It only gets awkward if you realize during the interview that you don’t want the job. The best approach is being honest so you don’t take up anymore of the employer’s time. Thank the interviewer for their consideration, explain that the job isn’t the right  fit, and include your reasoning for walking away.

Tell me about a conflict at work and how you resolved it.

This frequently asked question offers the employer insight into how you handle conflict resolution, particularly in an office environment. Start with a clear example of a real situation. Give details to explain your role in the conflict and who was involved in the argument or debate. Finally, describe what you did to resolve the conflict. This is an excellent opportunity to show your human side.

What’s your salary history?

With recent legislation, asking a candidate for their salary history is now illegal in many states – including Oregon. Pivot the discussion to focus on your salary expectations from a concrete perspective, based on your experience, industry, and local job market standards.

How many light bulbs are there in Portland?

A favorite question of a top CEO here in Portland, this is a curious one. So why does it make you nervous? Because there is no right answer.

Why does she ask it? Because it’s not about the answer. She wants to know how you think.

The key is to recognize these kind of challenging interview questions for what they are – creative insight into your critical thinking. Don’t let these kinds of questions shake your confidence. Go with your gut and remember that there’s no right or wrong answer.

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Get Help Climbing the Career Ladder: Maurice Henderson’s Job Search Success Story

Maurice Henderson spent the majority of his career climbing the career ladder in the public sector and serving the local community. In early 2019, Maurice made the move to the private sector and joined the team at Bird Rides Inc. Maurice says he discovered this new opportunity and made the shift with help from a strong network of professional relationships and referrals from contacts on LinkedIn. As Maurice puts it, “It’s great to have people helping you climb the career ladder but you’ll really need someone there to catch you in case you ever stumble.” Read on for Maurice’s job search resources, networking advice, and how he made the decision to leave the public sector. 

What do you do for a career? Who do you work for?

Nearly my entire professional career has been spent working towards providing equitable access to opportunities for people often left behind by status quo thinking.

Previously, I’ve done this as an educator, working in the public sector (e.g. Virginia Governor’s office, Portland Mayor’s office), advocating for working people under the banner of organized labor, or on the campaign trail fighting for individuals and causes. Most recently, I do so through my work in the Smart Cities arena.  

I started at Bird Rides Inc. in February 2019 as Director of Government Partnerships for the Western United States, and am excited to continue this work to provide full access to mobility options for everyone.

How long did it take you to find this job?

I was not pursuing a new opportunity but when this role was presented, it only took some key targeted conversations over a short couple months to lead to a job offer.

How did you find your job? What resources did you use? What tool or tactic helped the most?

In this case, I found my position through personal contacts. The process started through a query to a friend on LinkedIn. The best tool for me was my personal network that allowed me to tap into multi-level connections for guidance and support throughout the process.

What was the most difficult part of your job search? How did you overcome this challenge?

I did not have a particularly difficult experience finding the job. In fact, the process was fairly painless in comparison to other positions that I’ve been recruited for in the past.

The difficulty for me was the decision to leave the public sector after spending a large portion of my professional career in service to the public. There was also a unique mentorship opportunity with my former boss that I would forgo based on that decision. Thankfully that relationship remains strong and I am now in an industry that still supports the public good.

After some deliberation and consultation with trusted individuals in my network, I felt strongly about the values that Bird represents as a company that is dedicated to bringing safe, data supported, low-cost, environmentally-friendly mobility solutions to communities across the globe with a specific focus on addressing the needs of people in cities.

What is the single best piece of advice you would offer other job-seekers?

Never underestimate the strength and reach of your network. And spend time making lasting and meaningful connections with people.

Job searches are generally pretty humbling experiences, so remember to treat people with the dignity and respect they deserve. It’s great to have people helping you climb the career ladder but you’ll really need someone there to catch you in case you ever stumble.

Why do you love your job?

First, if you’re fortunate enough to work with great people, it makes every job worthwhile. So far, my experience has been that the team at Bird is top-notch. Second, I’m passionate about the work that we’re doing to expand mobility options that are environmentally friendly, aren’t cost prohibitive, and in this case, are fun. Bird also has the real potential to unlock the power of data to support and shape future policy to help metropolitan transportation networks solve problems in a more focused way for people, not strictly for cars.  

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Beyond Post & Pray – Employer Brand and Job Posting Essentials

For employers in the digital age, hiring new talent starts with posting a job listing on your website or a job board. The content of your job listing can determine how many candidates decide to apply for your position. As a result, job listings directly impact your hiring pools and the talent you bring into your organization. Are you making the most of this opportunity?

Your job listings should introduce candidates to your employer brand, a.k.a. the mission, values, and day-to-day culture that make your organization a great place to work. A clear employer brand is crucial if you’re competing for talent in this tight hiring market. Why should candidates want to work for your organization? In order to attract the best talent, you need to have a clear answer to this question in every job posting.

In March, Boly:Welch Communications Coordinator Monicia Warner teamed up with Mac’s List to host a live webinar that discussed employer branding, job posting essentials, and more. Check out the recorded webinar on-demand here! And read on for a high-level recap of the essentials we discussed in the webinar.

The Context: How Candidates Interact
Digital Natives Will Hack Your Hiring Process

The digital age has changed the way employers hire. Before the era of the internet, newspapers were the primary way to find jobs. Companies received a regular flow of mailed resumes from qualified applicants. Hiring managers didn’t need to go scouring the earth for talent; in most cases the talent they were looking for came directly to them.

But things have changed, and your job posting process needs to change too. The internet has made the job search process easier and more accessible for job seekers everywhere. Job seekers can submit digital copies of their resumes, and fill out dozens of online applications daily instead of manually mailing information. And the flow of data online allows candidates to make choices about taking a job that fits their needs and expectations.

In Portland we have an increasingly tight labor market, with unemployment hovering between 3-4%. Portland is becoming a landing spot for young professionals, which is great news as Millennials are coming to the forefront of the labor force, and now take up the largest percentage of the adult U.S. population. However, Millennials have different work preferences than previous generations. Many Millennial employees seek out jobs that offer not just financial rewards, but a great workplace culture, a high degree of flexibility, and professional development or career growth opportunities. You can make your company more attractive to Millennials by developing and communicating an authentic employer brand.

Employer Branding
Define Your Employer Brand

Your employer brand is the essence of your company: what sets you apart from competitors in your industry. It also spans your reputation as an employer, and what your employees have to say about working for you. It is a direct reflection of your leadership, your candidate marketing, and your hiring team. And it needs to come through in every job posting!

Your employer brand is not to be confused with your consumer brand, which is communicated through your branded properties (such as your website, your social media, TV commercials, and other public-facing brand representations). The goal of your employer brand is to attract and retain talent. You want to build a brand that sends a strong, authentic message to job seekers that your company is a great place for them to work.

Essentials for a Solid Employer Brand

Manage your reputation.

In order to have a strong employer brand, you need to maintain a good reputation internally and externally. There’s growing evidence that your company’s reputation is becoming more important than ever. For instance, 79% of candidates use social media to research companies before they apply. And in a recent report, 55% of job seekers report avoiding certain companies after viewing negative reviews online.


Be authentic.

If your organization is promising candidates one thing and delivering another, job seekers will be able to tell. Take steps to ensure that your value proposition to job seekers is an accurate depiction of what’s actually happening internally once they are on-boarded.  


Highlight additional perks.

Candidates want to know if you are offering something different from your competitors. Out of all the employers in your industry, why should job seekers choose to work for you? What you can offer in return for their commitment and hard work? Call out unique benefits, how your culture stands out, your distinct work environment, and special professional development opportunities that you offer.



Why does my employer brand matter?

In case you still have doubts that your employer brand will actually make a noticeable impact on your hiring plan, here are some stats to back up the ROI of a strong employer branding:

According to LinkedIn, a strong employer brand has a significant impact on time to hire (1-2x faster), cost per hire (50% decrease), and quality of hires (50% more qualified applicants).
Employer branding affects your organization’s ability to retain talent. It’s been reported that new hires are 40% less likely to leave after the first six months if they believe in an employer’s values.  

Job Listing Essentials

Job listings are increasingly the most popular recruitment tool for employers and where most job applicants are discovered. But job seekers only spend on average 49 seconds reading a job posting before deciding if they want to apply or moving on to the next job on the list. Here’s a checklist for the job listing essentials you need to include to set your job listing apart from the competition.

Must-Haves for Every Job Description


Job Summary

Your job listing should open with the core requirements of the position, and the capabilities for a candidate to perform successfully.
Get specific and include details on years of experience preferred, education, software/systems knowledge and other required skills.
Be straightforward and clearly articulate your needs.



Company Details

This is where your value proposition comes into the job listing. Play up your company culture, mission, and values.



Total Rewards

Highlight the rewards and additional perks that will attract your target candidates.
Additional benefits (beyond salary) like flexible schedules, healthcare, career pathways, and training programs are trending and becoming baseline expectations among Millennials and Gen Zers.



Best Practices



Salary transparency – Job postings with salary ranges get up to 30% more applicants.
Diversity & Inclusion – Create a diverse pipeline by making gender neutral word choices, including a diversity statement, and focusing on value-add instead of fit. Does the image you project encourage job seekers to imagine themselves on your team?

Want to dive deeper? View the recorded webinar presentation and group discussion on-demand. In this hour-long webinar, we explored job posting essentials, candidate experience tips, and more tactical strategies for employer branding. Plus, we discussed real-life HR questions in a group discussion featuring Boly:Welch pros Abby Engers and Monicia Warner, along with Mac’s List teammates Becky Thomas and Nichol Simpson.

The post Beyond Post & Pray – Employer Brand and Job Posting Essentials appeared first on Mac's List.

Taking Advantage of Your Network: Taylor Long’s Job Search Success Story

Taylor Long’s job search began when she noticed an opening at a company that she had passed every day during her daily commute. Within a few days, she had submitted her job application, but Taylor didn’t stop there. Instead, she reached out to mutual connections at the company via LinkedIn to set up informational interviews, and within a week her application and resume was on the desk of the hiring manager. By taking advantage of her network, Taylor was able to speed up her search and receive a job offer in just four weeks. Read Taylor’s story for more tips and insights into her job search strategies.

What do you do for a career? Who do you work for?

I am a Corporate PR Manager at Autodesk. My primary focus is external communications for Autodesk executives, crisis and issues management, and acquisition announcements.

I joined the team last October and was quickly brought in to help lead two acquisitions in the construction technology space. Since Autodesk recently relocated from Lake Oswego to Portland’s central eastside, I occasionally help out with local communications needs as well.  

How long did it take you to find this job?

Although I keep an eye on Mac’s List newsletters and regularly read my LinkedIn feed, I was not actively looking for a new job. One day I was scrolling through LinkedIn, saw the Autodesk job posting and decided to apply on a whim.

The whole process took about a month from application to offer, which is pretty quick for such a large organization.

How did you find your job? What resources did you use? What tool or tactic helped the most?

I had been working at Edelman, an agency where I supported several clients simultaneously, for close to four years and knew eventually I wanted to go back to a corporate setting to sharpen my skill set. I had noticed Autodesk’s new office along Burnside during my daily commute, so after seeing the Corporate PR Manager job posting, I decided to apply online.

After a few days with no response, I looked for mutual connections at Autodesk who may be open to informational interviews. Again I turned to LinkedIn and searched for Autodesk employees who work in PR and/or the Portland area. I found two people who were second degree connections, so I sent them both a message that referenced how we were connected, that I had recently applied to a PR job, and that I’d love 30 minutes of their time to learn more about what it’s like to work at Autodesk. Within a day or two I had spoken with them both, and my resume was passed along directly to the hiring manager. From there, HR reached out to schedule my first interview and several follow ups with other stakeholders via video chat. My final interview was in-person with the hiring manager, who gave me a tour of the office. Within a couple weeks I was offered the job.

The informational interviews gave me a ton of useful background on the company that I referenced during each job interview. I made sure to write down my questions ahead of time, test my video chat/wifi connection, and take each call from a quiet location. I also jotted down specific examples from my work experience that connected to each point in the job description. By writing everything down beforehand, I was able to quickly recall examples to answer questions.

When HR told me they were going to make an offer, I did some research on Glassdoor and Payscale to see what salary range I should expect. That gave me some parameters when it came time to negotiate. I also read Jessica Williams’ guide to negotiating salary, which gave me a framework (and much needed confidence) going into the discussion. One thing that didn’t cross my mind before the negotiation was stock options – I had never worked for a public company before and hadn’t factored stock into my total compensation package, so that came as a nice surprise and a lesson learned for next time.

After receiving the offer, I asked for a couple days to think about it. I talked with my parents and a couple close friends about the pros and cons of making a move. In the end, I felt Autodesk would provide me with ample room to grow and opportunity to stretch my skills, so I decided to go for it!

What was the most difficult part of your job search? How did you overcome this challenge?

The hardest part of the process for me was leaving my job and coworkers at Edelman. They are a great group, whip smart and super fun to work with. I was happy with my job there, so it was scary to think about leaving a good thing for something new and unknown. It just so happened that I had two weeks vacation planned that coincided with the tail end of my interviews and when I received the offer letter from Autodesk. That time off allowed me the headspace to really think about what I want in my next job.

What is the single best piece of advice you would offer other job-seekers?

Leverage your connections to make inroads at the company you’d like to work for. I’ve found that most companies give referral bonuses, so employees have an incentive to meet potential candidates and pass along their resume. Being referred directly to HR or the hiring manager can go a long way when your application may be one out of hundreds submitted online.

Why do you love your job?

On a macro level, I love that Autodesk’s technology is used to design and make things – from helping construction customers build more efficiently and reduce waste, to using generative design to inspire new manufacturing approaches for space exploration. I’m also proud to work for a company that values sustainability and giving back. Just recently I made a donation to my niece’s read-a-thon and Autodesk matched it dollar-for-dollar. I feel fortunate to have found a workplace that fosters community and has clear values that align with my own.

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The New Majority Workforce: How to Recruit and Retain Millennials

Over 35% of workers in the labor force are millennials, making up the largest generation in the U.S. workforce. Lots of negative assumptions about this generation have swirled around over the last few years—they’re addicted to social media, they bounce from job to job, they don’t have a strong work ethic. Many of these myths are just that—unproven biases developed through a lack of understanding—so, if you’re hiring folks with 5-10 years of work experience, it’s time to check your HR team against stereotypes toward this huge candidate pool (because there’s a new generation right behind them). Celebrating millennials’s strengths and harnessing the unique contributions they offer will set your company up for success.

Here are some key tips for hiring and working with millennials.

Work is central in millennials’ lives.

Millennials are getting married later, buying houses later, and having kids later. As a result, they direct much of their time and energy toward work, where they make friends, express their creativity, and define their goals. Because their careers are so important, millennial workers want to have a clear direction for their professional growth and to know their employer is committed to helping them advance their career. Working with millennials successfully means recognizing their investment in their job, and doing your part to help them grow their skills. Investing in your millennials employees will help them see you as a valuable partner in their work life.

Salary isn’t everything.

It used to be that salary was the highest priority for professionals when considering a job, and many employers still assume they have to pay more to convert candidates. But millennial workers show more interest in compelling work, reasonable hours, and a healthy team culture. In general, younger workers are far less willing to make personal sacrifices in exchange for a bigger paycheck. They place more value on having community at work and a healthy work-life balance. In fact, studies have shown that they are more likely to take a pay cut in favor of flexible work hours or solid benefits.

From a recruiting perspective, this millennial mindset prompts scrutiny of your company culture. Invest in developing a workplace that is mission-driven and that is committed to the work-life balance of employees. One way you can do this is by considering flexible working hours. While millennial professionals are committed to their careers, many are also building their families and making big strides in their personal lives, so if you can flex that 9-5 schedule and offer more remote work options, you’re more likely to retain these workers for the long haul.  

Millennials expect transparency & authenticity to earn their trust.

Millennials are very selective about where they spend their dollars, and about where they work. They want to work for a company that values what they value, so transparency is key to winning their trust and allegiance. Don’t pretend to be something you’re not. They will ask the tough questions, and want you to be honest with them. The key to winning millennials over and convincing them to work for your company is to be authentic about your organization, and to be transparent about the challenges your company is facing. They are more interested in authenticity than a perfect company.

Millennials thrive on diverse teams.

More than previous generations, millennials have a high value for diversity and inclusion. But they don’t just talk about it—studies show almost 50% of millennials consider the diversity of a company during their job search. They seek projects and teams that embrace different perspectives, encourage feedback, and foster growth and collaboration. A top-down, homogeneous environment in which decisions are largely made by upper management will not attract millennials. Embracing diversity is a key way to foster employee innovation, improvement, and development.

Millennials want communication and coaching.

You may never have questioned your title of CEO or boss before, but it could be of utmost importance in attracting millennials to your company. It’s been shown that millennials seek leaders who function more like coaches than bosses. The difference between these two styles is critical in attracting a generation who wants their leaders to care about them as people, not simply employees who bring results. Commit to coaching them in their work and creating an environment that says you value their lives outside of work and you’ll see the benefits.

Millennials are entrepreneurs.

A study has shown that 70% of young professionals want to be their own boss. Employers hiring millennials can perceive this as a drawback—a threat to employees investing in their company’s long term success. Instead of seeing it as a negative, embrace millennials’ creativity and innovation. Companies such as Google and Disney provide their employees time—even funding—to focus on their own projects and ideas. While your company may not have the resources to do this, develop policies or programs that nurture these entrepreneurial inclinations and help millennials flourish where they are.

Don’t allow a set of stereotypes to keep you from appreciating the strengths and unique contributions of millennials in the workforce. It may take some time and effort to create an environment that caters to millennials, but it’s definitely worth your resources. At the end of the day, developing a diverse, inclusive, and values-driven culture within your organization will only open the door to greater success.

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